Washington Employers Face New Paid Time Off Requirements…

Washington Employers Face New Paid Time Off Requirements…

by Jeanne Knutzen | January 25, 2018

0 Blog, Featured in Newsletter, INFO AND RESOURCES FOR EMPLOYERS, Legal Issues - Staffing, LOCAL NEWS AND TRENDS - EMPLOYMENT, STAFFING, What's New in Staffing? main whats happening

…and Temporary Employees are subject to Washington’s New Mandatory Paid Time Off Policies Just Like Your Core Employees!   

Here are the details about the new law and how it impacts our clients and other users of temporary staffing services!

In the fall of 2016 Washington State voters approved Initiative 1433, which provided all Washington employees with access to paid time off for issues related to their personal or family health and/or safety.  These regulations went into effect January 1, 2018, and apply to your temporary or contract employees either working or to be working in your organization on or after that date.

All temporary staffing agencies are required to accrue one hour of paid time off for every 40 hours worked by any temporary employee.

These benefits start to accrue on the first day the employee begins work, and remain in their benefit pool available for their use after 90 days.  More importantly we are required to recognize and honor the employee’s eligibility for this benefit at any time they are employed by us.

The GOOD NEWS is that all temporary and contract employees now have access to paid time off which we will have a positive impact on both their retention and performance in your work environment.  

The BAD NEWS is that this new mandate adds additional costs to what we need to calculate as the employee’s hourly wage.  Most staffing organizations will need to share these additional costs with their clients.  Important to note is that an increase in your bill rate directly parallels the increase in costs you would be incurring IF you hired the same or an equivalent employee directly.

What else needs to change as a result of Initiative 1433?

One of the provisions of this law is to make sure that employees are able to use the paid time off benefit as needed without discrimination.  This will require our team to work closely with your on site supervisors when fielding requests for time off.

If you are a client with one of our employees assigned to your team, and that employee requests time off under Initiative 1433,  please direct them to our Employee Services team – employeeservices@pacestaffing.com or 425-637-3301.  This team is familiar with the nuances of the law, and can advise the employee of their eligibility for the paid time off benefit, avoiding any confusion.   

We will make sure you are notified of all requests for time off.  

As always, we continue to work hard to earn your business by ensuring that all costs associated with your flexible workers are managed carefully.  Regulatory changes that apply to both PACE and our clients can be uniquely challenging given the unknowns in both impact and costs.  We will be tracking and managing the paid time off benefit closely throughout the year.

If you have questions about Initiative 1433, check it out HERE


This article was written by Jeanne, Knutzen Founder and CEO of The PACE Staffing Network, a 2017 and 2018 Best of Staffing winner. PACE has been helping Jeanne KnutzenNorthwest job seekers find employment and employers find the right talent for over 40 years!  To find out more, email us at infodesk@pacestaffing.com   If you are an employee who would like to register for placement click  here.


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